| Position Title and Role Location | Reporting to | Direct Reports |
|---|---|---|
| Global Head of People, Sydney (or other locations, incl international) | Managing Director | 4 direct reports -Talent acquisition & staffing global leader -Remuneration and mobility global leader -People & Culture leaders (2) |
Role scope Due to our growth we are creating a new Global Head of People role to bring dedicated focus on:
Ensuring competitive advantage in the attraction, development and retention of talent in all regions in
which PiP operates
Bringing operational excellence in the people functions serving all our internal and external customers
Creating the people and reward strategy to align and support the firm’s strategy & firm of the future
Leading and support ongoing work on culture and D&I, and directing the focus and energy to the next
breakthrough in cultural change
Communicating, coaching and modelling the culture we aspire to
The role is global with the global services team located around the world, with the largest cluster based in
Sydney, NSW, Australia. The firm serves clients in 32+ countries, with >500 people globally, and has been
experiencing double-digit growth.
These are primary areas of focus:
1) Global and regional utilisation of consulting staff
2)Recruitment
3)Retention
4)Staffing
5)Remuneration & mobility
6)Create and manage the global people organisation to support the firm’s goals
7)Deliver continuous improvement and operational excellence across the people organisation
8)Create systemic and tactical people-centric reports, analysis and insights to support the leadership
team, and strategic planning and other initiatives of the firm
9) Cause and ensure successful execution of major people projects identified, including process
improvement
10) Assess the need for new technology and other enablers to support operational excellence
11) Provide leadership coaching and be a trusted adviser to the MD & Director team, including lateral hires
In addition, the role is also responsible for supporting a range of general initiatives to help the firm reach the
next level of maturity and aid the firm’s rapid growth. The role forms an integral part of the global leadership
team.
Key internal relationships will be the Directors (Senior Partners) in each region and Practice group, the Head of
Finance (john Crosswell), Managing Director, and the broader Global Services team.
Externally, there will be occasions to represent the firm so an external network/presence in professional
services will be an asset.
Key (3-4) challenges to address in first 6 months:
– Prediction of global resourcing supply/demand – can predictive analytics improve our current
forecasting
– Retention – are there levers we should address differently or different levers to improve this
– Reward & comp – build better systematic benchmarking (from candidates and other sources)
– Operational excellence
Key (3-4) challenges in 1- 2 year horizon:
Next ‘wave’ of D&I and cultural improvements
Build next generation of compensation and promotion for Partners and Directors (Senior Partners and
Managing Partners) suitable for double digital global growth in both regions and practices
Experience and Key Competencies Required for the Role
Experience / Qualifications:
• Management and leadership experience in a similar senior level role, experience in professional
services strongly preferred and/or an organisation that has scaled for global growth
• Understanding of talent acquisition, HR, diversity & inclusion, people functions, and organisational
change (one or more of these in depth)
• Experience in running and achieving impact in internal improvement projects
• Excellent quantitative and analytical skills, with a bias for fact- based approaches as well as qualitative
frameworks
• Experience working across multiple geographies and in virtual teams
• Track record of attracting others to work for the people organisation and the broader organisation
• Strong academic results
• Ideally strong track record in senior level total reward strategy, and in remuneration negotiation and
closing
Attributes:
• Active listening skills and strong ability to build empathy
• Innate problem solving abilities
• Drive, energy and a bias to ‘get things done’
• Ability to syndicate and bring people at varying levels along on0 the journey
• Resilience and able to keep going in ambiguous or difficult situations
• Attention to detail and a willingness to do the detail work and processes work
• Communication with storylining skills using logic and brevity
•Collaborative and able to engender trust from others
